Powerpoint - effective leadership

Integrated Leadership Model: 

Integrated Leadership Model Mary Berberich - December 11, 2011

Effective Leadership Model: 

Effective Leadership Model Effective Leadership Vision & Mission Values & Culture Strategy Empowerment Influence, Motivation & Inspiration

How do you evaluate leadership?: 

How do you evaluate leadership? Utilize the Contemporary Organizational Leadership self-assessment Review theories on leadership Reflect introspectively

Vision and Mission: 

Vision and Mission Create vision and mission, communicate to the organization Build support for the plan by including associates Self-assessment results 50 out of 70 Edward Jones has a strong mission Strengthen personal vision and mission Utilize leader and mentors

Values and Culture: 

Values and Culture Primary shared value – the customer comes first Consider negative shared values Self-assessment results 49 out of 70 Strong sense of culture at Edward Jones My personal support of the shared values Continue to display support and incorporate more work-life balance into my own career

Strategy: 

Strategy Strategic thinking approaches Classical school most dominate style Adaptation to use other strategic theories to produce results Self-assessment results 59 out of 70 High rating on using a systematic approach to decision making Delegate decision making more often Focus on strategic thinking, not strategic planning

Empowerment: 

Empowerment Give individuals resources and opportunities to manage themselves Elements required for empowerment Self-assessment results 58 out of 70 Strength in mentoring and promoting safe communication environment Development with providing active role in decision making Ask associates to help identify delegation opportunities

Influence, Motivation and Inspiration: 

Influence, Motivation and Inspiration Alignment between goals of the organization and the individual creates intrinsic motivation Higher level of needs met, greater satisfaction Self-assessment results 54 out of 70 Strength in motivating and inspiring Expand my openness to being influenced by others Continue to improve listening skills

Conclusion - Leadership is a balancing act: 

Conclusion - Leadership is a balancing act Utilize organizational programs offered Expand my development plan to include aspects of 5 competencies Balance between growing strengths and improving weaknesses

References: 

References Edward Jones. (n.d.). Five-year plan. Retrieved October 31, 2011 from internal Web site: http://joneslink.edwardjones.com/JonesLinkUS/WorkingAtJones/FiveYearPlan Edward Jones. (n.d.). Human Resources. Retrieved October 31, 2011 from internal Web site: http://jonesnethq.edwardjones.com/JonesNetUS/Divisionsanddepartments/FirmAdministration/HumanResources Edward Jones. (n.d.). Investing in Your Career. Retrieved October 31, 2011 from internal Web site: http://jonesnethq.edwardjones.com/JonesNetUS/AssociateDevelopmentandTraining/GPSYourGuidetoProfessionalDevelopment Gill, R. (2006). Theory and practice of leadership. Thousand Oaks, CA: SAGE Publications. Grawitch , M. J. (2010). Contemporary Organizational Leadership self-assessment. St. Louis, MO:  Saint Louis University. Van den Steen, E. (2010, Winter). On the origin of shared beliefs (and corporate culture). The Rand Journal of Economics, 41(4), 617-648. Retrieved Nov. 15, 2011 from ABI /INFORM Global Database.